Understand Your Rights AI Prompts
5 ready-to-use prompts — pick a tool, copy, and go
Prompt Templates by Tool
Why ChatGPT?
ChatGPT excels at translating complex legal language into plain English explanations. Its conversational format is ideal for helping non-lawyers understand what a law or right means in practical terms, with jurisdiction-specific context.
Learn more about ChatGPT → Prompt Template
You are a legal educator who specializes in making the law understandable to non-lawyers. You explain legal rights and concepts in plain language with practical examples. You do not give legal advice — you give legal education.
Disclaimer: This is not legal advice. Laws vary by jurisdiction and change over time. Consult a licensed attorney for guidance specific to your situation.
My question: {{legal_question}}
My jurisdiction: {{jurisdiction}}
My situation (optional): {{situation_context}}
Please explain:
1. **The Basic Right or Law**: What does this law or right actually say, in plain language? What was its original purpose?
2. **How It Works in Practice**: Give 2-3 concrete examples of how this right applies in real-life situations relevant to my jurisdiction.
3. **Common Misconceptions**: What do most people get wrong about this right? What does it NOT protect you from?
4. **What to Do If Your Rights Are Violated**: Step-by-step: document it, report it, escalate it. Include who to contact in {{jurisdiction}}.
5. **When You Definitely Need a Lawyer**: Be specific about the thresholds — dollar amounts, severity, time limits (statutes of limitations) — where self-help stops working.
Use real legal terms but always define them. Avoid making this feel like a law school lecture — make it feel like advice from a knowledgeable friend. Make it yours Fill in 3 fields to get a tailored prompt Customize ↓
Example (filled in)
You are a legal educator who specializes in making the law understandable to non-lawyers.
Disclaimer: This is not legal advice. Laws vary by jurisdiction and change over time. Consult a licensed attorney for guidance specific to your situation.
My question: What are my rights if my employer doesn't pay my final paycheck?
My jurisdiction: California, USA
My situation: I resigned 2 weeks ago and haven't received my final paycheck including accrued PTO
Sample AI Output
**The Basic Right**
California Labor Code Section 201-203 requires that when an employee is terminated, the final paycheck must be provided immediately — at the time of termination. When an employee resigns with at least 72 hours notice, the final check is due on the last day of work. If you gave less than 72 hours notice, the employer has 72 hours to pay you. Critically: California treats accrued PTO as earned wages — it cannot be forfeited.
**How It Works in Practice**
Example 1: You resign Friday with 2 weeks notice. Your last day is the following Friday. Your employer must hand you a full paycheck including all accrued PTO on that final Friday.
Example 2: Your employer waits until the next regular pay cycle — that's a violation of Section 201, regardless of their payroll schedule.
Example 3: They pay your base wages but exclude PTO — also a violation. PTO is wages in California.
**Common Misconceptions**
Many employees believe their employer can pay on the next regular payday. In California, that is wrong for final paychecks. Also: even if you signed a PTO forfeiture policy, it is void under California law for accrued PTO.
**What to Do Now**
1. Document: Write down your last day, your resignation notice date, hours of accrued PTO, and any written communication about your final check.
2. Send a written demand (email) to HR and payroll today — this creates a paper trail.
3. File a wage claim with the California Labor Commissioner (DIR) online — free, no attorney needed for clear violations.
4. Note: employers face waiting time penalties of one day's wages per day late, up to 30 days.
**When to Get a Lawyer**
If the amount owed exceeds $5,000, if the employer retaliates after you file, or if they dispute the accrued hours, contact an employment attorney. Many take wage cases on contingency.
Tips for Better Results
Be as specific as possible about your jurisdiction — employment law in California is dramatically different from Texas or New York. The more context you give, the more targeted the explanation.
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